How do you develop your client's talent with the nine box grid?

1 What is the nine box grid?

The nine box grid is a matrix that plots your employees' performance and potential on two axes. The performance axis measures how well your employees meet or exceed their current expectations, while the potential axis measures how likely your employees are to succeed in higher-level roles. Based on their scores, your employees are placed in one of nine boxes, each with a different implication for their development.

2 How to use the nine box grid?

To use the nine box grid, you need to first define the criteria and ratings for performance and potential, using quantitative and qualitative data such as feedback, reviews, results, skills, competencies, and behaviors. Then you need to evaluate your employees based on these criteria and ratings, which can be done through self-assessment, peer assessment, manager assessment, or a combination of methods. Afterward, you can plot your employees on the grid using a simple spreadsheet or a software tool. Finally, you can analyze the results and identify the gaps by looking for patterns, trends, and outliers in the grid and comparing them to your client's talent needs and goals. This will help you identify the strengths and areas of improvement for each employee and each box.

3 How to develop your employees based on the nine box grid?

The nine box grid provides a framework for developing your employees based on their performance and potential. Generally speaking, those with high performance and high potential (top right box) are your stars who should be rewarded, recognized, and retained, as well as challenged, coached, and mentored. They should also be given opportunities for advancement, exposure, and learning. Those with high performance but moderate potential (middle right box) are core performers who should be appreciated, motivated, and supported, as well as developed, trained, and empowered. Opportunities for lateral moves, projects, and feedback should also be provided. High performers with low potential (bottom right box) are specialists who should be acknowledged, valued, and leveraged; their skills should also be optimized, refined, and updated. Those with moderate performance but high potential (top middle box) are potentials who should be challenged, coached, and mentored; they should also have opportunities for feedback, learning, and exposure. Moderately performing individuals with moderate potential (middle middle box) are solid contributors who need to be motivated, supported, and empowered; they should also have opportunities for feedback, projects, and lateral moves. Those with moderate performance but low potential (bottom middle box) are steady performers who should be appreciated, valued, and leveraged; their skills should also be optimized, refined, and updated. Low performers with high potential (top left box) are puzzles who need to be diagnosed, coached, and mentored; they should also have opportunities for feedback, learning, and exposure. Underperformers with moderate potential (middle left box) need to be diagnosed and supported while being developed and trained; they too require opportunities for feedback projects and lateral moves. Lastly the misfits in the bottom left box - those with low performance and low potential - must be evaluated then counseled or redeployed; their skills must also be optimized refined or updated while providing them with opportunities for recognition stability or autonomy.

4 How to communicate and implement your talent development plan?

The nine box grid is not only a tool for assessing and developing your employees, but also a tool for communicating and implementing your talent development plan. To use it effectively, you should involve your client and their stakeholders in the process by seeking their input, sharing your findings, and aligning on the actions and resources needed. Additionally, you should engage your employees in the dialogue by explaining the purpose and benefits of the grid, providing constructive feedback, and guiding them on their performance and potential. Furthermore, you should follow up and monitor the progress by tracking the impact of your plan on business outcomes and employee satisfaction, as well as reviewing and updating the grid periodically to reflect changes and achievements.

5 How to avoid common pitfalls of the nine box grid?

The nine box grid is a powerful and practical framework for developing your client's talent, however, there are some common pitfalls to be aware of when using it. To avoid bias and subjectivity, use objective and consistent criteria and ratings when evaluating employees and include multiple sources and methods of assessment. Additionally, you should not be too rigid or oversimplify the grid as a rule. Rather, consider the context and nuances of each employee and each box, and tailor your development strategies accordingly. Furthermore, do not neglect or be complacent when developing employees. Use the grid as a starting point to encourage and enable your employees to take ownership and initiative of their own development and career paths.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?